Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

BU 354 > Chp 2: job analysis and design > Flashcards

Chp 2: job analysis and design Flashcards

1
Q

define job analysis

A

Systematic study of a job to discover its specifications and skill requirements

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

where is job analysis used?

A

Used for all HR function (wage setting, recruitment, training etc)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

define job

A

Group of related activities and duties

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

define position

A

Collection of tasks and responsibilities performed by an individual

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

LO1: HRM activities that rely on job analysis

A
  1. Careful study of jobs to improve employee productivity levels.
  2. Elimination of unnecessary job requirements that can cause discrimination in employment.
  3. Creation of job advertisements used to generate a pool of qualified applicants.
  4. Matching of job applicants to job requirements.
  5. Planning of future human resource requirements.
  6. Determination of employee onboarding and training needs.
  7. Fair and equitable compensation of employees.
  8. Identification of realistic and challenging performance standards.
  9. Redesign of jobs to improve performance, morale, and quality of work life.
  10. Fair and accurate appraisal of employee performance.
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

LO2: 3 phases of job analysis

A

1) Phase 1 - preparation for job analysis
2) Phase 2 - collection of job analysis info
3) Phase 3 - use of job analysis info for improving organizational effectiveness

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

LO2: phase 1:preparation for job analysis - 3 steps

A

Step 1: Become familiar with the organization and its jobs
Step 2: Determine uses of job analysis information (LO1)
Step 3: Identify jobs to be analyzed

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

LO2: explain phase 1, step 3: identify jobs to be analyzed - 2 points

A

1) Resource and time constraints often preclude analyzing all jobs
2) Senior management should be consulted

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

LO2: 3 steps in phase 2 of job analysis

A

4) Determine sources of job data (Human and nonhuman sources)
5) Identify the data required
6) Choose the method for data collection

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

LO2: who is the most direct source of info about job

A

job holders

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

LO2; 6 types of data that may be required in job analysis

A

1) Job Identification (e.g., job title, division, title of supervisor, job identification number (NOC))
2) Duties (e.g., the job tasks)
3) Responsibilities (e.g., equipment operation, supervisory responsibility)
4) Human Characteristics (e.g., lifting, hearing)
5) Working Conditions (e.g., exposure to hot or cold)
6) Performance Standards (e.g., how well the job needs to be performed)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

LO2: 3 standard forms to collect data required

A

1) O*NET
2) position analysis questionnaire (PAQ)
3) critical incident method (CIM)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

explain O*Net

A

generic questionnaire that can be customized

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

LO2: explain PAQ

A

survey designed to determine the degree to which 194 different task elements in 6 divisions are involved in performing a particular job. Enables comparisons between jobs and is useful for lower level jobs

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

explain CIM

A

identifying and describing events when employee performed really well and when they performed poorly

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

LO2: 6 methods for data collection

A

1) interviews
2) focus groups
3) quesionnaires
4) employee logs
5) observation
6) combo

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

LO2: explain interviews

A

face to face meeting with jobholder and then supervisor to verify answers.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

LO2: explain focus groups

A

face to face meeting with 5-7 knowledgeable experts on the job and a facilitator to collect info

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

LO2: explain questionnaires

A

checklists used to collect info in a uniform manner

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

LO2: explain employee logs

A

jobholder summarizes tasks, activities and challenges in a diary format

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

LO2: explain observation

A

direct observation of jobholders by specialist.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

LO2: list data collection methods in order from most used to least

A

questionnaire -> interview -> observation-> focus group -> log

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

LO2: phase 3: 4 usable forms info collected is put into

A

Job Descriptions
Job Specifications
Job Standards
Competency Models

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

LO3: define job description

A

recognized list of functions, tasks, accountabilities, working conditions and competencies for a particular job/occupation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

LO3: 5 contents of job description

A 
Job identity
Job summary 
Duties and responsibilities
Working conditions
Approvals
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

LO3: what consists of job identity

A

Job title, job location, job code, National Occupational Classification (NOC), job grade, if exempt from overtime laws

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
27
Q

LO3: explain job code

A

Job code provides quick summary of job and provides comparisons

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
28
Q

LO3: explain NOC

A

created by federal gov, uses skill level and type of job(type of work performed) (job code)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
29
Q

LO3: explain job summary

A

Indicates what the job is

Indicates how the job is done

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
30
Q

LO3: explain job duties and responsibilities

A

Each major duty is described in terms of the actions expected; requirements

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
31
Q

LO3: explain working conditions

A

Hours of work, safety and health hazards, travel requirements, and other features of the job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
32
Q

LO3: explain approvals

A

Reviewed by jobholders and supervisors

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
33
Q

LO3: explain job specification

A

A written statement that explains the human knowledge, skills, abilities, and other characteristics (KSAOs) needed to do a job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
34
Q

LO4: define job performance standards

A

The performance level expected from an employee

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
35
Q

LO4: 2 functions of job performance standards

A

Objectives or targets for employee efforts; Criteria for measuring job success

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
36
Q

LO4; 2 sources of standards

A 
Job analysis information
Alternative sources (e.g. industry standards as benchmark for performance)
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
37
Q

LO5: 2 points to competency

A

Knowledge, skills, ability, or behaviour associated with success on the job
Broader in scope than KSAOs (e.g. communication, presenting, leading)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
38
Q

LO5: 2 points to competency model/framework

A

1) Describes a group of competencies required in a particular job
2) Competencies may be job spanning and may vary in importance across job roles

39
Q

LO5: explain competency matrix

A

A list of the level of each competency required for several jobs at an organization

40
Q

LO6: 5 key considerations in job design

A

organizational, ergonomic, employee, job specialization, environmental

41
Q

LO6: define org considerations

A

each job should contribute to organizational objectives effectively and efficiently

42
Q

LO6: define efficiency

A

Achieving maximal output with minimal input

43
Q

LO6: what can use to measure efficiency in org considerations

A

scientific management & industrial engineering principles

44
Q

LO6: define task specialization

A

When workers limited to few repetitive tasks, output is higher because specialized jobs lead to short job cycles

45
Q

LO6: explain workflow

A

Sequence of and balance between jobs in an organization needed to produce the firm’s goods or services; avoids production bottleneck

46
Q

LO6: define ergonometric considerations

A

study of relationships between physical attributes of workers and their work environment to reduce physical and mental strain and increase productivity and quality of work life

47
Q

LO6: 2 points to ergonometric considerations

A

1) Fitting the task to the worker rather than forcing employees to adapt to the task
2) Nature of job tasks don’t change, but locations of tools, switches and work product itself are evaluated and placed in a position for ease of use

48
Q

LO6: 2 things ergonometric considerations can lead to

A

Efficiency and productivity

Workplace safety

49
Q

LO6: 4 things ergonometric considerations is drawn from

A

Drawn from biology, behavioural science, physics, engineering

50
Q

LO6: 5 job characteristics in model

A

variety, task significance, task identity; autonomy; feedback

51
Q

LO6: psychological states in job characteristics model

A

meaningfulness of work; responsibility for work outcomes; knowledge of results of work

52
Q

LO6: outcomes in job characteristics model

A

high motivation, high performance, high satisfaction, low absenteeism and turnover

53
Q

lO6: define autonomy

A

Having control over one’s work &; response to work environment; assuming responsibility for work

54
Q

LO6: define variety

A

Opportunity to use different skills or perform different activities

55
Q

LO6: define task identity

A

Feeling of responsibility or pride from doing an entire piece of work

56
Q

LO6: define feedback

A

Information that helps evaluate success or failure, otherwise little guidance for success or motivation

57
Q

LO6: define task significance

A

Knowing that one’s work is important

58
Q

LO6: explain job specialization

A

Non-specialization Increases quality of work life

59
Q

LO6: 4 things non specialization includes

A

Job Rotation
Job Enlargement
Job Enrichment
Employee Involvement and Work Teams

60
Q

LO6: define job rotation

A

moving employees from one job to another to allow them more variety and to learn more skills. Caution: this does not improve jobs

61
Q

LO6: explain job enlargement

A

adding more tasks to a job to increase job cycle and draw on a wider range of employee skills. Also called horizontal loading.

62
Q

LO6: explain job enrichment

A

adding more responsibilities and autonomy to a job. Sometimes called vertical loading.Views jobs as consisting of plan, do, control

63
Q

LO6: explain employee involvement and work teams

A

self-managed and autonomous teams to increase involvement, autonomy, feedback, task significance, innovation

64
Q

LO6: define job families

A

groups of different jobs that are closely related by similar duties

65
Q

LO6: how can we create job families

A

Can be created by study of existing job analysis info, using codes in NOC, or by using PAQ to analyze info on tasks and worker traits to group them

66
Q

LO6: define environmental considerations

A

influence on external environment on job design

67
Q

LO6: define workforce availability

A

Abilities and availability of the people who will do the work. Problem for both complex and simple jobs.

68
Q

LO6: 3 environmental considerations

A

workforce availability, social expectations, work practices

69
Q

LO6: define social expectations

A

Expectations of larger society and workers

70
Q

LO6: define work practices

A

Set ways of performing work

71
Q

LO6: explain job analysis in jobless world

A

employees don’t do one job, HR should adopt a future-oriented style when describing job activities and specifications (what should be done).

72
Q

LO6: define de-jobbing

A

traditional boundaries between firm and its stakeholders are disappearing.

73
Q

LO6: 2 organizational considerations

A

1) efficiency

2) workflow

74
Q

LO2: step 3, which jobs should be analyzed

A

jobs critical to success of org, difficult to learn or perform (to identify training); jobs where firm continuously hires new employees (to identify clear job requirements); jobs that exclude members of protected classes; new tech/work environments affect how job is performed

75
Q

lecture: when are discriminatory practices prohibited

A

Discriminatory practices are prohibited as long as a person is able to do the job

76
Q

lecture: critical incident technique

A

good and bad behaviours observed from professors

77
Q

lecture: motivating potential score (MPS)

A

[skill variety + task identity + task significance/3] * autonomy * feedback

78
Q

LO1: what happens to data collected from job analysis design

A

converted into a human resource informations system (HRIS)

79
Q

LO2: who may be asked to develop performance standards

A

supervisors and industrial engineers can be asked to develop reasonable standards of performance

80
Q

LO2: goal of CIM

A

Goal is to create behaviourally focused description of work and related performance standards

81
Q

LO2: benefits/disadvantage of observation as data collection method

A

Low accuracy but can be used to confirm/remove doubts from other techniques

82
Q

LO2: when is combo of data collection methods most often used

A

if locations are geographically dispersed

83
Q

LO4: 5 times when job analysis info is sufficient to set standards

A

Performance quantified
Performance easily measured
Performance standards understood by workers and supervisors
Performance requires little interpretation
Aka jobs with short work cycles like assembly line

84
Q

LO5: what does competency matrix encourage

A

Encourages developing broader skills and assume new responsibilities

85
Q

LO5: explain competency based management

A

highly integrated HR management system with competencies

86
Q

LO5: legal issues with competencies

A

As competencies are more job spanning and not supported by specific duties, legal defensibility is unknown

87
Q

LO6: 3 things that has necessitated redesign of jobs

A

Worldwide competition, complex tech and increasing working expectations

88
Q

LO6: define job design

A

identification of job duties, characteristics, competencies and sequences taking into consideration tech, workforce, org character and environment

89
Q

LO6: strategy to improve efficiency in org considerations

A

task specialization

90
Q

LO6: when are work teams and employee involvement not useful

A

for complex tasks, shifts and low skill level

91
Q

LO6: when is job enrichment most useful

A

when jobs are unchallenging and limit employee motivation and satisfaction

92
Q

LO6: what can we identify from job families

A

Job families make it easier for HR to plan job rotation programs and make employee transfer decisions. Compensation should be comparable across family.

93
Q

LO6: 2 things work practices can arise from

A

May arise from tradition or collective wishes of employees

94
Q

LO6: 4 things that makes job descriptions difficult (de-jobbing)

A

global competition, fast tech obsolescence, changing worker profiles, rapid increases in knowledge requirements

BU 354 (11 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions